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style, the presence of advanced systems or technology, being an industry leader or being at the beginning of a major change effort -- are all factors of potential interest.
As the employing executive, you might attract a candidate by affording a new employee a significant learning opportunity. The state of the marketplace could be a factor if substantial growth is anticipated. Ownership in the business, if available, is also major motivator for certain candidates. There maybe aspects of the community and its attendant lifestyle which would, comparatively, be motivational. Finally, titles of greater authority and compensation are always an allure -- and not only in that situation where cash flow might be increased. Unusual or distinctive perquisites are often highly attractive additions as well.
IDENTIFYING INDIVIDUAL NEEDS
With a complete analysis of the position's inherent potential motivators in hand, the arsenal of known offensive recruiting weapons has been inventoried and is ready to be used on a selective basis. Because all factors will not motivate candidates in similar fashion, quick identification of each candidate's motivations early in the sourcing and interview process is required. Those aspects of the position which are responsive to the candidate's needs should be subtly and frequently reinforced throughout the evaluation and recruiting dialogue.
Pull and Push Motivators
Two sets of motivators will influence an employment change. The first are the "pull" factors -- those aspects of the new situation which are highly attractive and may include some of the items previously discussed. They will tend to "pull" the executive away from his or her present situation.
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